...UNDERGRADUATE REGULATIONS & SYLLABUSES 2014 - 2015 THE FACULTY OF SOCIAL SCIENCES TABLE OF CONTENTS MESSAGE FROM THE DEAN ............................................................. 3 UNDERGRADUATE PROGRAMMES ................................................ 4 ACADEMIC CALENDAR 2014-2015 ................................................ 5 DEFINITIONS ...................................................................................... 13 GENERAL INFORMATION & REGULATIONS .............................. 14 General Regulations for Bachelor of Science Degrees 14 Special Regulations for Degrees in Hospitality and Tourism Management........................................................... 27 Franchise Agreements .......................................................... 27 EVENING UNIVERSITY -GENERAL INFORMATION & REGULATIONS ................................................................................... 28 General Regulations for Bachelor of Science Degrees 28 General Regulations for Diploma Programmes ............ 36 General Regulations for Certificate Programmes ......... 37 STUDENT PRIZES .............................................................................. 38 CODE OF CONDUCT ........................................................................ 39 UNIVERSITY REGULATIONS ON PLAGIARISM .......................... 40 THE ACADEMIC SUPPORT/ DISABILITIES LIAISON UNIT (ASDLU) ..............................................................................................
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...F.W. Taylor contributed a number of principles and features of management thought that adhered to his new concept of approaching management thought scientifically. He was one of the founders of management thought theory and is considered the father of scientific management. His ideas were developed and used for decades after the concept was created. • Principles of scientific management. Taylor believed that scientific management consists of a philosophy that results in a combination of four main principles. The first principle suggests that management need to develop the best way to complete a job. It is the task of finding the best method for achieving the objectives of a given job. The second principle states that management must carry out a scientific selection of their workers and develop them through proper management. Thirdly, management must carry out a scientific approach. That is, a true science should be developed in all fields of work activity. The fourth and final principle states that there should be an elimination on conflicts between methods and men. Workers are likely to resist new methods and this can be avoided by using it as an opportunity to offer more wages. • Features of scientific management. Taylor put forward a huge number of features of scientific management. One was the introduction of the standard task which every worker is expected to complete within a day. This task should be calculated through scientific investigation and work study is essential...
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...(6cp) Year: 2013 Section: 1 Performance Session: Spring No of Credit Points:6 Pre-requisite(s): NA Co-requisite(s): NA LECTURE INFORMATION Day: Time: Monday 18.00 – 21.00 Location: Block TBA Room TBA Lecturer’s Name: Building & Office No: E-mail Address: Consultation Days and Times: Subject Coordinator: DR. PAYYAZHI JAYASHREE Block 16 Office 21-4 payyazhijayashree@uowdubai.ac.ae SUNDAY : 3 TO 6PM , TUESDAY : 3 TO 6PM DR. PAYYAZHI JAYASHREE 1 SUBJECT DESCRIPTION This subject addresses performance management, which is defined as an ongoing communication process that involves both the performance manager and employee. Key aspects of this process are examined. Topics include: identifying and describing essential job functions and relating them to the mission and goals of the organization; developing performance standards; giving and receiving feedback about performance; writing and communicating constructive performance evaluations, and planning education and development activities to maintain and improve employee work performance. 2 LEARNING OUTCOMES On successful completion of this subject students will be able to : 1. Describe the key concepts and techniques of performance management. 2. Explain the development of performance management as an area of growing importance for managers and employees. 3. Critically assess the significance of rewards in managing performance. Subject Outline Template F-ACD-DB-01.04.03 V11 12 Aug 2012 (Add Subject Code and Name) ...
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...1 Lesson: 2 HRM functions Contents: Elements of HRM functions Importance of HRM functions Personnel functions HRM vs. Personnel Functions HRD Instruments HRD Processes HRD Outcomes Appendix: 2 Articles on HRD Learning Objective this Unit By the end of this Unit, you should be able to: Give concise definition for HRM functions. Clearly articulate the difference between HRM and Personnel philosophy and functions. Describe the various instruments/functions of HRM. Know the processes resulting from the instruments and the final outcomes. 1. 2. 3. MS 22B - Eddie Corbin, Lecturer 2 2 Dear students, hope the first lesson gave you a fair idea of what the field of HRM holds for us. Today let us know a little bit more about the same. You all keep hearing about personnel management. You must be wondering what’s the difference between personnel management and HRM and what is HRD?? So in this lesson we are going to tackle the same question. Let us begin by having a systemic view of HRM .Let us understand this with the help of a slide: Stakeholder Interest •Shareholders •Management •Employees •Government •Community •Unions HRM Policy •Employee influence •HR flow •Reward systems •Work systems Situational Factors •Workforce Characteristics •Business strategy •Management philosophy •Labour market •Unions •Task environment •Laws/social values HR Outcomes •Commitment •Competence •Congruence •Costeffectiveness Long-Term Consequences •Individual well-being...
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...DHR5018 HUMAN RESOURCE MANAGEMENT INDIVIDUAL-BASED ASSIGNMENT (15%) Purpose The purpose of the mini casesand video linksis to expose students to various real-life HR scenarios that occur in workplaces and to give them a practice to address theHR issues raised. Mini Case 1: Jack Nelson’s Problem As a new member of the board of directors for a local bank, Jack Nelson was being introduced to all employees in the home office. When he was introduced to Ruth Johnson, he was curious about her work and asked her what her machine did. Johnson replied that she really did not know what the machine was called or what it did. She explained that she had only been working there for two months. She did, however, know precisely how to operate the machine. According to her supervisor, she was an excellent employee. At one of the branch offices, the supervisor in charge spoke to Nelson confidentially, telling him that “something was wrong,” but she did not know what. For one thing, she explained, employee turnover was too high, and no sooner had one employee been put on the job than another one resigned. With customers to see and loans to be made, she continued, she had little time to work with the new employees as they came and went. All branch supervisors hired their own employees without communication with the head office or other branches. When an opening developed, the supervisor tried to find a suitable employee to replace the worker who had quit. After touring the 22 branches...
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...Stroun, M.D. – (1999) Director of Human Resources & Finance (before Head of Detention Division, Deputy Director of Operations) ICRC – provide humanitarian relief, Humanitarian ‘Multinational’ Organisation Home base: Geneva, Switzerland Orgn Values – Neutrality, Independence, Discretion & Humanism Total Workforce – (2008) over 14,000 over 100 nationalities Until recently – ICRC is very Swiss , very Genevoise Expatriate – open to all nationalities but 93% is westerners (1992) Changing expatriate composition – expatriates number increasing – Africa, Asia & Latin America HR Policy – recruitment from Geneva – sent to field with ‘learning by doing’, operate under sense of danger, meeting immediate challenges, focus on short term, quickly develops and reinforces team and team loyalties, rotation every 12 months, no formal training, no continuity for developing people, Career - little career planning, career developed through interpersonal networks & driven by opportunities, most recruits stayed for 2 to 3 years, no management development, those remain and reach top of HQ –mostly Swiss male (old school boys club) CURRENT CHALLENGES – greater diversity in mgmt ranks – more professionals, foreigners and women. NEW STRATEGIC PLAN (2007 -2010) – challenges to HRM. 3 mgmt priorities – 1. Multidisciplinary; 2. Greater accountability & 3. Increased efficiency thru’ results based management. Role of HQ? – Centralised or Decentralised? Policies & Procedures needed...
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...11164 Yasmin Yashodha/ Elixir Mgmt. Arts 51 (2012) 11164-11171 Available online at www.elixirpublishers.com (Elixir International Journal) Management Arts Elixir Mgmt. Arts 51 (2012) 11164-11171 AirAsia Berhad: Strategic analysis of a leading low cost carrier in the Asian region Yasmin Yashodha Taylor’s University Lakeside Campus, No. 1 Jalan Taylor's, 47500 Subang Jaya, Selangor Darul Ehsan, Malaysia. A R TI C L E I N F O Art i c l e h i st ory : Received: 9 July 2012; Received in revised form: 13 October 2012; Accepted: 30 October 2012; K ey w or d s Strategic analysis, Region, Low cost, Extensive. ABSTRACT This study examines the extensive strategic analysis of AirAsia Berhad that has enabled it to sustain its competitive advantage as Asia’s leading low cost carrier (LCC). The study demonstrates the diverse business-level, corporate level and competitive strategies of AirAsia Berhad, played crucial roles in the LCC to successfully penetrate the under-served market segment of the airline industry within the ASEAN region. An in-depth analysis using a wide array of academic resources, relevant financial, legal and management resources and authorized websites, including face-to-face interviews were used to provide a more consequential comprehension on the varied business and international strategies that were implemented by AirAsia Berhad. This research exhibits critical analysis pertaining to the current macro environment of the aviation industry which includes...
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...Workforce diversity (L9, chapter 14: 34) Benefits diverse workforce for organisations in terms of creativity and so on, different approach diversity management, how might be diversity, Ethnicity in job applications * Fictional CVs, online applications * Entry-level jobs * Same CV, different names * Name as indicator of ethnicity What is diversity? Diversity encompasses any characteristic used to differentiate one person from others Primary dimensions: age ethnicity, gender, sexual orientation … Secondary dimensions: educational attainment, geographic location, income, marital status, religious beliefs … The EEO approach The creation of conditions to ensure that staff have an equal chance to seek & obtain e/ment & promotion Governments – legally driven approach * Anti-discrimination legislation * Affirmative action act 1986 – equal opportunity for women in the workplace act 1999 (changed name which better reflect the purpose of the legislation). Anti-discrimination * AU: federal & state / territory legislation * Discrimination: unfair treatment of a person or minority group based on prejudice(偏见). * Direct discrimination: Person with attribute treated less favourably than person without attribute. * Indirect discrimination: Policies/practices which appear neutral but which have the effect of excluding or treating unfavourably groups of people on basis of attributes. Affirmative action Programs that require...
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...MGMT 1001 Assignment 2 – Report – 30% of Final Mark Report Focus: Write a report reflecting on your experiences of the Everest group simulation exercise this semester with reference to concepts and theories encountered in this course. Executive Summary Everest, a virtual game designed by Harvard Business School and Forio Business Simulations, forces players to challenge problems that arise and conquer them as a team. After viewing a frightening video that portrays the mountain climbing experience, students are arranged in groups of five and assigned different roles with varying description and goals, ranging from ambitious athletes to preservative environmentalists. Confronting numerous challenges such as oxygen scarcity, unpredictable weather and volatile health conditions, teams progress up the mountain, with the ultimate goal of reaching the summit. The game is intelligent in its simplistic design – it gives different goals and information to each player. The physician has knowledge on numerous diseases, but is unable to use it if the marathoner fails to announce her critical health condition – a probable situation as the game encourages players to hide the information. In hindsight, our team was given two attempts to complete the simulation. The first simulation was conducted with little experience and understanding of group members and roles. Formation of conspiracies led to discomfort due to conflicting personal goals, limited resources,...
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...to forecast and to plan, to organise, to command, to co-ordinate and to control”. This mind map will give a quick understanding of all those concepts. Explanation of the Theories: Scientific Management Theory (Frederick Taylor): Taylor defined this theory as “The systematic study of the relationships between people and tasks for the purpose of redesigning the work process for higher efficiency”. This theory was published in 1911 and is also known as “Taylorism”. It was introduced to increase work efficiency in the employees. He wanted to find out the strong points of every employee and challenge them for more productivity in the organisation. The four main principles of the theory were: A) B) C) D) Analysing how the work is done and finding out several other ways to do the same. New methods introduced in the organisation should be followed as rules. The skills of a worker should match the given task to get it done efficiently. Workers should be paid more if their level of performance is high. Motivational Theory (Douglas McGregor):...
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...is written to analysis the individual and team’s experience and results according to three course concepts 1) Communication; 2) Groups and Teams and 3) Leadership. It examines the theories on these three topics both form the course and outside the course combining personal experience. It has found that communication, although with many different forms. Writing skills, oral presentation and interpersonal communication are usually more valued. Organisation nowadays generally divides employees into groups and teams in order to achieve higher productivity and effectiveness. Lastly, leadership, despite the different theories relating to it, they all emphasise the importance of leadership in an organisation and it is always desirable. Table of contents Catalogue Title Page 1 Executive summary 1 Table of contents 2 Introduction 3 Body 3 Communication 3 Groups and Teams 5 Leadership 6 Conclusion 8 Appendices 9 Goals on Track 9 Team contract 9 Reference List 12 Introduction Throughout out the course of MGMT 1001, our assigned team with 7 members has conducted two simulations, during which each participant played different roles as climbers attempting to reach the summit. Both of the simulations were conducted face- to-face to in a computer lab to avoid communication problems. However during the second simulation, one issue arose. One of the teammates due to personal issue cannot show up. But having the previous experience of the first simulation, we...
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...Click to add text to title page ACCT3583 Management Accounting 2 ACCT3583: Seminar 1 Administration Seminar 1 – Analysing the External Environment Welcome to ACCT3583 – Management Accounting 2! We will begin with a course overview – referring to the ACCT3583 Course Outline Outline. This is an opportunity to discuss learning outcomes, assessments and general course admin., as well as providing a subject overview We will then cover Topic 1: Analysing the External Environment 2 ACCT3583 Management Accounting 2 ACCT3583 Teaching team Teaching Team Contact details Brian Burfitt (Lecturer‐in‐Charge) Yee Shih Phua ACCT3583 Teaching team Consultation Tues 10am – 12Noon Teaching Team Contact details Mark McCoy Consultation By Appointment Email: b.burfitt@unsw.edu.au Telephone: 9385 5807 Office: Quad 3081 Email: Y.Phua@unsw.edu.au Telephone: 9385 5812 T l h 9385 5812 Office: Quad 3062 Thurs 12Noon – 2 Th 12N 2pm Email: TBA Telephone: TBA Jonathan Yuen Email: jonathan.yuen@unsw.edu.au Telephone: 9385 6283 Office: Quad 3089 Mon 4pm ‐6pm Yichelle Zhang Email: yichelle.zhang@unsw.edu.au Telephone: 9385 6283 Office: Quad 3089 12Noon – 1pm 3 ACCT3583 Management Accounting 2 4 ACCT3583 Management Accounting 2 ACCT3583 Seminar overview ACCT3583 Course assessment Seminar overview Seminars comprise lecture content and in-class discussions You must view the podcast, read the assigned readings and...
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...------------------------------------------------- Human Resourses Mgmt COURSEWORK PROJECT SHEORNAY THOMAS 412000290 NICOLE KNIGHT SHEORNAY THOMAS 412000290 NICOLE KNIGHT Ulrich (1998) remarks that the human resource management function in organizations is often ineffective, incompetent, costly and value-sapping. Explain how Ulrich's 1998 model of the HR function can be used to create a value adding reputation in global businesses and evaluate whether these new emerging roles exist within Caribbean organizations. Table of Contents Executive Summary 3 What is Human Resource Management? 4 The Traditional HRM Model as Value Sapping 6 A New Mandate for HRM 7 The New Model 7 The New Model in Global Organizations 11 HRM in the Caribbean 13 References 17 Executive Summary Human Resource Management during recent years has been facing a number of challenges that has led to it being labelled as ineffective, incompetent and value sapping. The traditional model of Human resources had been ineffective and failed to add value to organisations through its practices. This model which simply focuses on the acquiring, rewarding, developing and protecting employees has led to the problem of Human resources management being an operation that is completely detached from the valued operations and strategies of the organisation and as such adds no real value. This has led to many organisations considering outsourcing the Human Resource department; a move...
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...1a) -Clients have the right to choose their accountants, whether as auditors or professional advisers, and to change their accountants if they so desire.Professional accountants have the right to choose for whom they act. -Before accepting a new client relationship, a professional accountant in public practice shall determine whether acceptance would create any threats to compliance with the fundamental principles. Potential threats to integrity or professional behaviour may be created from, for example, questionable issues associated with the client -Client issues that, if known, could threaten compliance with the fundamental principles include, for example, client involvement in illegal activities (such as money laundering), dishonesty or questionable financial reporting practices. -A professional accountant in public practice shall evaluate the significance of any threats and apply safeguards when necessary to eliminate them or reduce them to an acceptable level. b) responsibility of director - try to make the co. a success, using your skills, experience and judgment - follow the co’s rules, shown in its AOA - make decisions for the benefit of the co. - tell other shareholders if you might personally benefit from a transaction the co. makes - make sure the co’s accounts are a true and fair view of the business’ finances. c) – auditing is the analysis of the financial accounts/records, by a qualified accountant, and procedures of a firm organization. - this is essential...
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...eadBreadTalk Background In 2000, BreadTalk was founded and it has rapidly turned into a particular Singapore brand that has increased universal advance. It has set up its check on globally with its bread kitchen, eatery and nourishment chamber foot shaped impressions. Moreover, it has also opened nearly 1000 outlets with 7000 total employees around the globe such as Hong Kong, Middle East, Singapore and China. 1. Write the mission or purpose of the organisation is a few sentences. As stated in Company official site, their mission is “Leading a new lifestyle culture with new, innovative changes and creative differentiation to craft products with passion and vibrancy”(Breadtalk.com, 2015). Their mission clearly states that the company is always trying to bring and create new products. Hence, their main focus is on their products. 2. What are the specific tasks to be completed to accomplish the mission? BreadTalk may not seem like it has a complex or complicated business model; indeed, the company was designed to sell bread and pastries, and this is something that it has been doing with significant success in the Asian market for a number of years. However, there have been changes made recently, and the company is trying to take its business in a new direction (Breadtalk.com.sg , 2015). The company’s current tagline is “get talking” (Breadtalk.com.sg, 2015). George Quek, the Chairman of the BreadTalk group, writes “After 12 years and 3 generations on, Generation4...
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